NNSA SERVICE CENTER EQUAL OPPORTUNITY

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NNSA SERVICE CENTER EQUAL OPPORTUNITY
DIVERSITY OFFICE

• EEO MYTHS REALITIES
• The Discrimination Complaint Process
• National Nuclear Security Administration
• Service Center
• August 25, 2005
• Yolanda Girón
• EEO Diversity Office

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OVERVIEW

• Organizational Structure
• Policy
• Myths Realities
• The Discrimination Complaints Process
• The NO FEAR Act
• Reasonable Accommodations
• Annual Reports
• Mediation
• Mediation Video

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NATIONAL NUCLEAR SECURITY ADMINISTRATION SERVICE
CENTER EEO DIVERSITY ORGANIZATIONAL CHART
OFFICE OF THE DIRECTOR KAREN BOARDMAN, EEO
OFFICER [phone]
Special Emphasis Program Diversity Advisory
Committee DIRECTOR, NNSA SERVICE CENTER
SENIOR DIVERSITY CHAMPION MEMBER EEO
DIVERSITY OFFICE SPECIAL EMPHASIS PROGRAM
MANAGERS HUMAN RESOURCES DEPARTMENT MEMBER
SANDIA SITE OFFICE MANAGER HQ OFFICE OF SECURE
TRANSPORTATION MEMBER HQ OFFICE OF STRATEGIC
PLANNING ANALYSIS MEMBER LOCATED AT THE
SERVICE CENTER 
NNSA SC EQUAL EMPLOYMENT OPPORTUNITY DIVERSITY
OFFICE YOLANDA GIRON, EEO AND DIVERSITY PROGRAM
MANAGER [phone] DEBRA
ALLISON, DEPUTY EEO AND DIVERSITY PROGRAM MANAGER
[phone] PATTY PADILLA, PROGRAM ANALYST
(DETAIL)
[phone] DENISE RAMOS, EEO/DIVERSITY
SPECIALIST
[phone] MAE HARRIS, EEO/DIVERSITY
ASSISTANT
[phone] SUZANNE SANDOVAL,
STUDENT INTERN (505)
845-6385
SITE OFFICE EEO COUNSELORS
SITE OFFICE NATHAN GORN, KCSO (816)
997-4197 WILLIAM GENTILE, LASO (505)
667-5828 ANITA MARTIN, LSO (925)
422-1141 KEITH WARWICK, LSO (925)
423-5884 BILL WILBORN, NSO (702)
295-3188 ERIC LUNDGAARD, ORD (702)
794-5465 ELISHA DEMERSON, PSO (806)
477-3144 NANCY PYZEL, PSO (806)
477-3179 DAVID M. RAST, SSO (505)
845-5349 AGENT OPERATIONS SAL DOMINGUEZ, AOWC
[phone] BRUCE COCHRAN, AOEC (865)
574-3297 JOHN CARR, AOCC (806)
477-3022 WILFRED ISADORE, AOEC (865)
574-3297 JAMES RILEY, FT CHAFFEE, AR

[phone] SAM GRAZIANO, TSTC, FT CHAFFEE, AR

[phone]
SITE OFFICE-SPECIAL EMPHASIS PROGRAM MGRS
BARBARA THOMAS, KCSO [phone] SHERMAN
CHAO, LSO [phone] JODY PUGH,
LASO [phone] TIM
HENDERSON, NSO [phone] CAROL
SHELTON, NSO [phone] MONTRELL
HARRIS, PSO [phone] MEL VALENZUELA,
SSO [phone]
NNSA SC-EEO COUNSELORS YOLANDA BOLIVAR, ITD
[phone] GEORGE GOULD, OCTS (505)
845-4681 PECOLIA SHARTS-MEADOWS, OFFM
[phone] RICK SOTO, OST
[phone] KATHY SUMBRY-WILKINS, OFS
[phone] EDNA WHITE, OTS
[phone]
NNSA SC SPECIAL EMPHASIS PROGRAM MANAGERS
SHEILA REDNOSE, AIP [phone]
HARISH SHARMA, APAP [phone]
MICHELLE MALLORY, BEP [phone]
MIKE PEREZ, CPWD [phone]
SHIRLEY PETERSON, FWP [phone]
ANDY SANDOVAL, HEP [phone]
DENNIS UMSHLER, OW [phone]
KEITH SMITHSON, GLP [phone]
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NATIONAL NUCLEAR SECURITY ADMINISTRATION SERVICE
CENTER EEO POLICY

• The National Nuclear Security Administration
  Service Center is fully committed to equal
  employment opportunity and the implementation of
  a diversified workforce.
• DOE Equal Employment Opportunity Diversity
  Statement dated 8/10/05
• NNSA SC P 311.1A Equal Employment Opportunity
  Diversity Statement dated 4/22/2004
• Zero tolerance for discrimination or harassment
  in any form, including Sexual Harassment.
• DOE Prevention Eradication of Sexual Harassment
  in the Workplace Policy Statement dated 7/3/2002
• NNSA SC P 311.2A Prevention of Harassment in the
  Workplace including Sexual Harassment Policy
  Statement dated 4/22/2004

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EEO MYTHS REALITIES

• You can file an EEO complaint about anything,
  even if it does not involve discrimination.
• Only minorities, women, and lower grade level
  employees can file an EEO complaint.
• Once an employee files an EEO complaint, he or
  she can do anything and management wont be able
  to take any action, even if the employee has
  conduct or performance problems.

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EEO MYTHS REALITIES

• Management acts in concert to discriminate
  against employees and will protect a manager
  against whom a complaint is filed.
• Every complainant who files an EEO complaint gets
  300,000 in damages.
• It is weak to make a settlement offer or
  participate in mediation.

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EEO MYTHS REALITIES

• Agencies always settle EEO complaints.
• It is emotionally easy to make the decision to
  file and pursue an EEO complaint.
• Processing EEO Complaints average 60,000 -
  80,000 per case prior to EEOC hearing.

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DISCRIMINATION COMPLAINTSINFORMAL PROCESS

• EEO CONTACTS/ADVISORY SERVICES
• Employees
• Managers and/or Supervisors
• Applicants
• Contractors
• ALTERNATE DISPUTE RESOLUTION - MEDIATION
• THE EEO COUNSELOR
• Contact with a Counselor
• The Counselors Role
• The Role of the Alleged Responsible Management
  Official

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DISCRIMINATION COMPLAINTS FORMAL PROCESS

• THE FORMAL COMPLAINT ACCEPT/DISMISS
• INVESTIGATIONS OF EEO COMPLAINTS
• Role of the Investigator
• Providing a Statement
• What to Do When the Investigator Calls or Visits
• Information Gathered by the Investigator
• Who Sees the Completed Investigation Report?
• THREE OPTIONS BY COMPLAINANT

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THE LITIGATION PROCESS

• COMPLAINANTS RIGHT TO FILE WITH EEOC OR IN COURT
• The Process When the Complainant Asks for an EEOC
  Hearing
• Hearing Preparation and Coping with the
  Litigation Process
• The Process When Complainant Files in Federal
  District Court
• For further information contact
• Pamela Arias-Ortega, Office of Chief Counsel,
  [phone]

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NO FEAR ACT DATA

• INTENT OF THE ACT
• REQUIREMENTS
• Keep Employees and Applicants Informed of their
  Rights
• Statistical Data
• Training
• Studies
• Enhance Complaint Process the Work Environment
• Disciplinary Action
• Reimburse the Judgment Fund
• REPORTS

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REHABILITATION ACT OF 1973REASONABLE
ACCOMMODATIONSAMERICAN DISABILITES ACT OF 1990

• Purpose
• What are Reasonable Accommodations?
• Rights and Responsibilities
• Employees and Applicants Responsibilities
• Reasonable Accommodation Request

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ANNUAL REPORTS

• Disabled Veterans Affirmative Action Program
  (DVAAP)
• Agencies must submit DVAAP accomplishment
  reports to OPM.  The accomplishment reports must
  describe agency efforts to promote the maximum
  employment and job advancement opportunities for
  disabled veterans as well as certain veterans of
  the Vietnam era and of the post-Vietnam era.
• EEOC Management Directive 715
• This Directive provides policy guidance and
  standards for establishing and maintaining
  effective affirmative programs of equal
  employment opportunity under Section 717 of Title
  VII (PART A) and effective affirmative action
  programs under Section 501 of the Rehabilitation
  Act (PART B).

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ANNUAL REPORTS (contd)

• Federal Equal Opportunity Recruitment Program
  (FEORP)
• This OPM accomplishment report is prepared in
  compliance with the law (5 U.S.C. 7201 and 5 CFR
  Part 720, Subpart B) and contains information on
  the representation of minorities within the
  Federal Government and best practices of Federal
  agencies.
• Nine Point Plan
• This OPM initiative requires agencies to report
  on the progress of improving the representation
  of Hispanics in the Federal workforce.

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MEDIATION

• Main objective is to resolve disputes
• Equal Employment Opportunity Counselors and
  Supervisors will offer Employees Mediation
• Equal Opportunity Office, Human Resources and
  Employee Concerns personnel will offer employees
  Mediation
• GenQuest is the Mediation provider. The number
  is [phone].

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BENEFITS

• Quick Attention to Problem
• Resolution
• Neutral (No-Harm) Process
• Enhance Employee-Management Confidence
• Improve Communication (One-on-One Dialogue)

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SUMMARY

• Questions concerning the EEO Complaints Process
  or the Mediation Program can be referred to the
  EEO Diversity Office at
• [phone]
• EEO Website http//www.doeal.gov/eeo/
• Sign-in Sheets
• Evaluation Form
• Hand Outs
• Meet with Employees